Guiding You Through Workplace Challenges with Confidence, Compassion, and Accountability
Are you dealing with challenging employee concerns or allegations of misconduct within your workplace?
I recognise that these situations can be daunting, often carrying significant stress and potential consequences for your team, organisational culture, and reputation.
As a licensed independent investigator, I am dedicated to responding swiftly, fairly, and with genuine empathy. My goal is to safeguard both your organisation and its people—supporting a positive workplace culture grounded in trust and accountability, while proactively minimising legal and reputational risks.
When you engage my services, you can confidently step back, knowing I will gather all relevant information and establish the facts, allowing you to make informed and considered decisions with clarity and assurance.
For straightforward matters, I offer preliminary assessments and simple investigations—providing efficient, transparent processes that lead to resolution and clarity.
Should more complex or sensitive issues arise, I initiate comprehensive and impartial independent investigations to ensure every aspect is thoroughly examined and addressed.
By partnering with me, you are assured that every concern—no matter the parties involved, or the level of complexity—will be managed with the highest standards of professionalism, discretion, and care.
WHAT YOU CAN EXPECT
✅Independent, licensed, and impartial expertise Objective, fair investigations delivered with professionalism and integrity.
✅A people-centred approach with empathy and professionalism Supporting the wellbeing of all parties while maintaining firm, clear boundaries.
✅ Clear, well-documented processes and outcomes Transparent methodology, timely communication, and comprehensive written findings.
✅ Full alignment with New Zealand’s legal and business expectations Investigations that reflect best practice and meet employer obligations under NZ employment law.
✅ A trusted partner dedicated to restoring trust and supporting workplace wellbeing Working with you to resolve concerns, rebuild confidence, and support a positive, healthy workplace.
HOW THE PROCESS WORKS
When you engage me, you can be assured of my commitment to carrying out an independent workplace investigation that is fair, respectful, and grounded in New Zealand employment law.
My role is to help organisations and their people work through difficult situations with care, clarity, and professionalism and I provide a transparent process that protects everyone’s rights and supports a safe, positive workplace.
1. Initial Review
When a concern or complaint is raised, I:
Confirm my independence and check for any conflicts of interest.
Thoroughly review all available information on a confidential basis to make sure an investigation is appropriate. (Where allegations relate to potential misconduct or serious misconduct, a formal investigation is usually appropriate.)
Provide a transparent estimate of fees, timeframes, and next steps before commencing any work.
Before proceeding, I ensure that
everyone knows about their right to a support person or representative.
the respondent has been provided a written summary of the allegations and has reasonable time to respond.
This helps set the tone for a fair and transparent process.
2. Terms of Reference (ToR)
A Draft Terms of Reference is prepared that clearly outlines:
The issues or allegations to be investigated.
The investigation process and indicative timeframes.
Confidentiality and privacy arrangements.
Relevant organisational policies, and, or codes of conduct.
My role, scope, and standard of proof (balance of probabilities).
The draft ToR is shared with both the complainant and respondent for feedback before the investigation begins.
Once feedback is considered, a final ToR is issued to both parties.
3. Information Gathering
Relevant information is collected through:
Interviews with the complainant, respondent, and witnesses.
Review of documents, emails, and other supporting materials.
Interviewees review their statements for accuracy.
4. Evaluation of Evidence
All information is carefully evaluated and consideration given to:
Consistency and credibility of the evidence.
Any gaps or inconsistencies that require clarification.
The overall weight of the evidence on the balance of probabilities.
Further interviews or follow-up questions may be conducted if required.
5. Draft Findings and Feedback
A draft investigation report is provided to the complainant and respondent for comment.
This gives both parties the opportunity to:
Review the factual findings.
Identify any inaccuracies or add context before the report is finalised.
All feedback is reviewed and, where appropriate, reflected in the final report
6. Final Report and Outcome
The final investigation report is provided to the commissioning organisation and shared with the complainant and respondent.
It sets out:
The scope of the investigation and how it was carried out.
The findings of fact and supporting evidence.
As independent investigator, I do not make disciplinary or management decisions.
Any subsequent action is undertaken by the employer or board, following a separate fair process if required.
A fair, well-structured investigation not only resolves the immediate concern but also helps restore confidence, clarity, and trust across your organisation.
When handled with dignity and respect, the process supports everyone involved and strengthens workplace relationships.
By engaging me as your independent practitioner, you safeguard the integrity of the investigation while giving your people and your organisation the clarity they need to move forward with confidence.
If you're facing a challenge and need a professional, balanced, and people-centred approach that protects both your organisation and those involved, I’m here to support you.
Get in touch
roanne@discerningsolutions.co.nz
+64 27 316 3011
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HR | ER Consulting
Workplace Investigations
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